• Asia-Pacific Journal of Business Venturing and Entrepreneurship
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• v.15 no.5
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• pp.191-202
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• 2020

This study examines the relationships between family-friendly organizational culture(FFOC), corporate entrepreneurship, and innovative behavior. The purpose of this study is to investigate the mediating effect of corporate entrepreneurship on the relationship between FFOC and innovative behavior. Also we examine the moderating effects of gender between FFOC and corporate entrepreneurship. Research sample consisted of 1,037 employees who were working in various manufacturing companies in Korea. The results of this research is as follows: First, FFOC showed a positive effects on corporate entrepreneurship. Second, FFOC had a positive effect on employee' innovative behavior. Third, corporate entrepreneurship partially mediated effect on the relationship between FFOC and innovative behavior. Finally, gender had moderating effect in the relationship between FFOC and corporate entrepreneurship. Specifically, the positive effect of FFOC on corporate entrepreneurship was stronger in women than in men when FFOC was higher. In particular, this research concludes with implications for future research of corporate entrepreneurship, limitations of this study, and practical application.

• The Journal of the Korea Contents Association
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• v.15 no.5
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• pp.607-619
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• 2015

This paper investigates the relationships among family-friendly culture, intrinsic motivation, team-member exchange(TMX), and creativity in ICT(information & communication technology) company. Also the study investigates the moderator effect of TMX and the mediator effect of intrinsic motivation in the relationships between family-friendly culture and creativity. A structural equation modeling(SEM) was employed to test the hypotheses. Using survey data collected from 229 R&D department and support personnel in ICT company. The main finding of this study was as follows: First, a family-friendly culture had a negative effect on employee creativity. Second, intrinsic motivation had a positive impact on employee creativity. Third, a family-friendly culture had a positive effect on intrinsic motivation. Fourth, intrinsic motivation mediated effect on the relationship between a family-friendly culture and employee creativity. Fifth, the positive relationships between a family-friendly culture and intrinsic motivation were stronger when TMX was high rather than low. In particular, this review concludes with implications for future research, limitations of this study, and practical application.

• Journal of Digital Convergence
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• v.19 no.6
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• pp.103-111
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• 2021

The purposes of this study were to investigate differences in the level of family supportive supervisor behaviors (FSSB) by supervisor demographic characteristics (gender, marriage) and to explore the effect of FSSB on employees' work engagement, subjective well-being, and family performance. A total of 346 cases were analyzed. The results showed that there was no significant difference was found in the level of FSSB of male and female supervisor, but there was significant difference was found in the level of FSSB of married and unmarried supervisor. And the result also showed that there were positive relationship between FSSB and employees' work engagement and FSSB and subjective well-being and family performance.

• Journal of Family Resource Management and Policy Review
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• v.18 no.2
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• pp.17-35
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• 2014

This study analyzes the transition of the Family-Friendly Index from 2007 to 2012. This index was developed using a questionnaire survey that is distributed to listed companies and public institutions every year by the Ministry of Gender Equality & Family(MOGEF) and the Family-Friendly Support Center. The Family-Friendly Index contains an introduction to and the practical use of family-friendly regulations and programs, such as flexible working systems, parental leave, family leave, EAP, and family-friendly culture. The number of companies involved in the Family-Friendly Index is increasing every year, and has increased from 41.7 in 2007 to 58.9 in 2012. In particular, family-friendly companies testimonialized by the MOGEF are using more family-friendly programs than other company.

• Journal of Family Resource Management and Policy Review
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• v.21 no.3
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• pp.161-182
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• 2017

This qualitative case study explored seven non-certified firms' family-friendly cultures and their responses to the family-friendly certification through interviews with the human resources managers. The results from the data analysis revealed within firm's differences and a gap among those firms. In addition, their responses to the family-friendly certification were classified into three categories: a positive group, indifference group, and negative group. From the results of the firms' various family-friendly cultures and the firms' various responses to the family-friendly certification, we suggested several issues on the family-friendly certification system's improvement and the government's management and supervision of the legal requirement to ensure workers' work-life balance and the firm's autonomy plan for its' own family-friendly culture.

• Proceedings of the KHMA Conference
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• 2013.05a
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• pp.374-374
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• 2013

• Journal of Family Resource Management and Policy Review
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• v.25 no.2
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• pp.79-93
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• 2021

This study explored how the family-friendly culture of married employees is related to family strength and verified the mediating effects of work-life balance in such a relationship. The study included 213 married employees aged from their 20s to their 60s. Statistical analysis was performed using SPSS 18.0, and the Baron and Kenny (1986) method was used to perform descriptive statistics, difference verification, regression analysis, and mediation analysis. The results of the analysis were as follows. First, the differences between the general characteristics of married employees and family strength were analyzed. Among the general characteristics, married employees in their 60s were found to have a higher level of family strength compared with other married employees in their 40s-50s and 20s-30s. Furthermore, married employees with higher education (higher than college or graduate school education), with supporters, with a household income of more than 6.01 million KRW, and with positions higher than middle management were found to have higher levels of family strength compared with their counterparts in each case. Second, hierarchical regression was performed to analyze the factors affecting family strength; the younger the age, the higher the level of family-friendly culture and work-life balance, and the higher the level of family strength of married employees. Third, according to Baron and Kenny's(1986) mediation analysis, the balance between work and life had a partial mediating effect on the relationship between a family-friendly culture and family strength. Therefore, a family-friendly culture and work-life balance were verified to be important factors that can serve as alternatives for improving the family strength of married employees.

• Journal of Family Resource Management and Policy Review
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• v.17 no.2
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• pp.37-53
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• 2013

This is to constitute strategic system and strategies for building family-friendly cultural change in workplace. For purpose, the reason and agent for change, the models and stages of change, the strategies for change process, and the barriers and facilitators of change are discussed. The strategic system is divided into two parts: planning and implementing. Planning includes need & resource assessment, and research & project office. Implementing includes program implementation, monitoring & feedback, communication, and barriers & facilitators. This study from literature review can be used preliminary test to the cultural change process of workplace.

• Proceedings of the Korean Society of Computer Information Conference
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• 2019.07a
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• pp.187-188
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• 2019

본 연구는 우리나라 ICT기업들을 대상으로 가족친화적 기업문화가 조직몰입 및 직무성과에 어떠한 영향을 주는지를 살펴보고자 하는 실증연구이다. 본 연구에서는 대표적 가족친화적 프로그램인 근무제도와 휴가제도들이 조직몰입과 직무성과에 어떠한 유의한 영향을 미치며 또한, 한국 ICT 기업들만이 가지는 특징을 실증분석을 통하여 알아보고자 한다.

• Proceedings of the KHMA Conference
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• 2012.11a
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• pp.358-358
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• 2012